What is the FORCES model?

FORCES is an evidence-based model of organizational change readiness built on six dimensions — Fit, Ownership, Resourced, Clarity, Energy, and Security — drawn from peer-reviewed organizational psychology research.

What are the six dimensions of change readiness?

Fit: Values congruence, identity alignment, and strategic coherence — whether the change aligns with who the organization is and is becoming. Ownership: Personal accountability and sense of influence — whether people feel responsible for the change and able to shape how it unfolds. Resourced: Skills, tools, confidence, and support — whether people have what they need to do what the change requires. Clarity: Understanding of what is changing, why it matters, and what to do differently. Energy: Emotional and cognitive capacity to engage with the change right now. Security: Trust in leadership and psychological safety to speak up, make mistakes, and learn.

Is the FORCES self-assessment free?

Yes. The FORCES self-assessment is free, takes about two minutes, and gives you immediate results across all six dimensions.

How long does the FORCES assessment take?

The free self-assessment is 12 items and takes roughly two minutes to complete, with results shown immediately.

Resourced

Do I have the skills, tools, confidence, and support to do what this change requires of me?

By Daniël Corsen · Co-Founder and Chief Reshaper, Reshapers

What it captures

Three distinct gaps: skill gaps (they do not know how), confidence gaps (they know how but doubt themselves), and resource gaps (they are capable but lack what they need). Each requires a different intervention.

What low scores look like

People want to engage but cannot. They lack what they need. This often gets misread as resistance.

Why it matters

Self-efficacy beliefs shape persistence, effort, and resilience independently of actual capability. People who believe they can execute invest more effort and recover faster from setbacks. Without capability and confidence, even committed people will fail.

Diagnostic insight

Low Resourced scores are the most commonly misread dimension. Leaders see disengagement and call it resistance. Probe whether the issue is skill gaps, confidence gaps, or resource gaps — each requires a different response. Low confidence with high skill is not a training problem. It is a practice and role-modeling problem.

Example question

“I have the skills I need to do what this change requires.”

Supporting research

Self-Efficacy: The Exercise of Control

Bandura, A. (1997) · W.H. Freeman

Readiness for Organizational Change: A Systematic Development of a Scale

Holt, D. T., et al. (2007) · Journal of Applied Behavioral Science

Change Readiness: A Multilevel Review

Rafferty, A. E., et al. (2013) · Journal of Management

Measure Resourced in your organization

Take the free FORCES self-assessment — about 2 minutes.

Start the assessment

The other five dimensions

FFit OOwnership CClarity EEnergy SSecurity